Download occupational exposure to bloodborne pathogens

OCCUPATIONAL
EXPOSURE TO BLOODBORNE PATHOGENS
7260
Policy Code:
It is the policy of the board to comply with federal and state regulations and standards regarding
bloodborne pathogens as set forth in the Federal Register, 29 C.F.R. 1910.1030, and the North
Carolina Administrative Code, 13 N.C.A.C. 7F .0207, by attempting to limit or prevent
occupational exposure of employees to blood or other potentially infectious bodily fluids and
materials that may transmit bloodborne pathogens and lead to disease or death.
A.
REASONABLY ANTICIPATED OCCUPATIONAL EXPOSURE
Employees who have occupational exposure to bloodborne pathogens are covered by the
Occupational Safety and Health Administration (OSHA) Bloodborne Pathogens
Standard, the North Carolina Administrative Code, and this policy. "Occupational
exposure" includes any reasonably anticipated skin, eye, mucous membrane or parenteral
(brought into the body through some way other than the digestive tract) contact with
blood or other potentially infectious materials that may result from the performance of an
employee's duties. "Good Samaritan" acts, such as assisting a co-worker or a student
with a nosebleed, would not be considered "reasonably anticipated occupational
exposure," and employees whose only anticipated exposure to bloodborne pathogens
would result from such acts are not considered to have occupational exposure.
B.
UNIVERSAL PRECAUTIONS
Universal precautions must be used at all times. Employees should handle all blood,
bodily fluid and other potentially infectious material as if the material is infected. The
program standards for the control of potential exposure to Human Immunodeficiency
Virus (HIV) and Hepatitis B Virus (HBV) as outlined in the OSHA Rule, "Occupational
Exposure to Bloodborne Pathogens" (Standard 1910.1030), and the NC Administrative
Codes and/or the most current standards available must be followed.
C.
EXPOSURE CONTROL PLAN
The superintendent shall ensure that an Exposure Control Plan is developed in
accordance with OSHA regulations or the most current available federal and/or state
standards issued to eliminate or minimize employee occupational exposure to blood or
certain other bodily fluids that may carry infectious materials.
In addition, the
superintendent shall ensure that the following requirements are met.
1.
The Exposure Control Plan must provide, at a minimum, for the following:
a.
a determination of who is at risk for an exposure incident;
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D.
b.
what the school system will do to protect employees from exposure
incidents, including the use of universal precautions, engineering and
work practice controls and, as appropriate, personal protective equipment;
c.
how to deal with an exposure incident, including post-exposure evaluation
and follow-up;
d.
who should be vaccinated for Hepatitis B; and
e.
communication, training and record-keeping procedures.
2.
All elements of the Exposure Control Plan must be met.
3.
All employees must have access to a copy of the Bloodborne Pathogens Policy
and Exposure Control Plan.
4.
The Exposure Control Plan must be reviewed and updated at least annually.
TESTING
An employee who suspects that he or she has been exposed to blood or body fluid on the
job may request to be tested, at the school system’s expense, provided that the suspected
exposure poses a significant risk of transmission as defined in the rules of the
Commission for Public Health. The HIV and HBV testing of a person who is the source
of an exposure that poses a significant risk of transmission must be conducted in
accordance with 10A N.C.A.C. 41A .0202 (4) (HIV) and 41A .0203(b)(4) (HBV). The
school system shall strictly adhere to existing confidentiality rules and laws regarding
employees with communicable diseases, including HIV or HIV-associated conditions.
E.
NONDISCRIMINATION POLICY
The school system shall not discriminate against any applicant or employee who has or is
suspected of having a communicable disease, including tuberculosis, HBV, HIV infection
or Acquired Immune Deficiency Syndrome (AIDS). An employee may continue to work
as long as the employee is able to satisfactorily perform the essential functions of the job
and there is no medical evidence indicating that the employee's condition poses a
significant, direct threat to co-workers, students or the public.
Legal References: 29 C.F.R. 1910.1030; G.S. 95 art. 16; 13 N.C.A.C. 7F .0207; 10A N.C.A.C.
41A .0202(4), 41A .0203(b)(4)
Cross References: Communicable Diseases – Employees (policy 7262)
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Revised: January 22, 1999; April 7, 2008; December 1, 2009
Adopted: May 10, 2010
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